As a manager, I judge myself by several markers: whether my staff feels empowered and respected; whether I’ve offered them the tools, support and guidance to produce their best work; the quality of our staff’s overall output as a team; and honestly (though perhaps selfishly), whether or not they like me.
And although I believe all of these markers influence each individual staff member’s level of engagement with their job, I admit I never considered whether or not specifically keeping them engaged was part of my job description.
